Applicant Tracking System

When you’re trying to identify qualified applicants for an open role, the last thing you want to deal with is messy spreadsheets and administrative tasks. It’s nearly impossible to organize the most important information for every candidate, efficiently communicate with them, and select the right fit if you’re completing every task manually. That’s where applicant tracking systems (ATS) come in. Continue reading to learn what an applicant tracking system is, the benefits of using an ATS, the best applicant tracking systems available, and how to choose the right platform for your company.

What is an Applicant Tracking System (ATS)?

An applicant tracking system (ATS) is an HR tool used to streamline the recruitment process by automating traditionally manual tasks and incorporating technology in all facets of hiring. ATS systems serve as a database for job applicants and recruiters.

Applicant tracking systems (ATS) utilize cloud technology and artificial intelligence to complete previously manual tasks in your recruiting process. An ATS can also help identify qualified candidates, seamlessly facilitate communication, and customize your recruiting process.

ATS systems can serve a wide variety of functions, including:

  • Scanning, sorting, and ranking resumes using natural language processing and artificial intelligence
  • Posting to multiple job boards at once
  • Generating interview invites to candidates via email and text
  • Helping you remain EEOC compliant

Benefits of Using an Applicant Tracking System

Applicant tracking systems can relieve the burden of creating manual spreadsheets and emails to organize your recruitment process.

Leveraging cloud technology and AI, applicant tracking systems can:

  • Improve resume parsing. Technology screens resumes for relevant keywords and can help source qualified candidates
  • Streamline the application process. Cloud technology organizes all of your important information in one location while AI automates redundant manual tasks and allows all stakeholders to engage in the recruitment process
  • Analyze performance with reporting metrics. Performance metric features allow you to track what is working in your recruiting process and identify areas that need improvement
  • Improve your employer brand. Vast customization options give you control to craft your employer brand throughout the recruiting process
  • Create a positive candidate experience. An easy-to-use ATS creates a seamless recruitment process for all parties and delivers a positive experience to the candidate

The benefit of implementing an ATS is evident, but what are the best applicant tracking systems?

The 16 Highest Rated Applicant Tracking Systems

There is a wide market for applicant tracking systems that each have their respective pros and cons. Here’s a list of the highest rated applicant tracking systems on the market.

1. Eddy

An ATS software that allows you to post unlimited jobs, collaborate with team members and easily communicate with applicants, Eddy is a go-to hiring software for small to midsize businesses.

Known for its user experience and resourceful customer service, the applicant tracking system from Eddy is one component of a larger, useful HR software platform.

See Eddy’s ATS in action now

2. SmartRecruiters

More suitable for larger companies, SmartRecruiters incorporates artificial intelligence and recruitment marketing for enterprise-level organizations.

Backed by strong customer service, SmartRecruiters software is continually improving with user feedback integrated into the product.

3. Bullhorn Staffing and Recruiting

Bullhorn combines unlimited customizations and a well-designed user experience into an appealing ATS software. Seamless integration with Gmail and Outlook makes communicating with candidates an easy feat.

Starting at $99 per user per month, Bullhorn may not be the top choice for smaller organizations.

4. SAP SuccessFactors

A smaller subsidiary of SAP’s larger enterprise technology, SuccessFactors is a platform designed for businesses with five to 500 employees. It’s an innovative cloud-based recruiting platform with embedded AI technologies.

SAP SuccessFactors is easy to learn, with an informative setup wizard and video tutorials.

5. Workable

Automation-focused, Workable is an ATS that uses AI-powered tools to source and suggest candidates. This solution gives you access to a large pool of premium job boards and robust customization capabilities.

6. JobScore

If you need a user-friendly, all-in-one recruiting software, JobScore is an intuitive ATS for organizations ranging from 20 employees to 2,000 or more. With one click, you can post to over 50 job boards and have resumes automatically parsed and scored.

Along with a variety of customization options, JobScore syncs with your email and calendar so you don’t have to fret over organization.

7. Zoho Recruit

A potentially free option, Zoho Recruit is an ATS that offers one recruiter and one active job for free. While that will only get you so far, Recruit features more appealing paid tiers and seamlessly integrates with other Zoho products.

Organization is key and Zoho lets you organize and track all of your job openings, resumes, candidates, clients, and contacts in one.

8. WebHR

With the use of social media in recruitment, WebHR is a strong choice to source candidates in all avenues of the web. Easily post job openings and embed them on your website, post to social media, or integrate with several job sites.

WebHR assists in every step of the process, from collecting and scoring applications to generating job offers.

9. iCIMS

Integrating with some of the largest partners in talent acquisition, iCIMS is an applicant tracking system that will help you find candidates. Attract, identify, screen, and manage applicants for open roles in their online applicant tracking system.

Their easy-to-use solutions are scalable for any size business and help streamline the recruiting process.

10. JazzHR

Another user-friendly option, JazzHR is a powerful and affordable option for HR professionals. An intuitive ATS that will spare you the trouble of spreadsheets and emails, JazzHR will establish a scalable recruiting process for your organization.

11. Jobvite

Best suited for midsized organizations, Jobvite automatically screens for high-quality candidates. By weaving together automation and intelligence, Jobvite can increase the speed, quality, and cost-effectiveness of your company’s recruiting process.

12. Greenhouse

As one of the fastest-growing platforms in the industry, Greenhouse prides itself on automation in all aspects of the hiring process. This ATS helps foster a positive candidate experience by driving interaction at every touchpoint and keeping the hiring team engaged.

With its focus on automation, Greenhouse eliminates the administrative burden of maintaining your recruitment process.

13. VidCruiter

If you’re looking for video interviewing capabilities, look no further than VidCruiter for your next applicant tracking system. VidCruiter is a great option for organizations with 100 to 2,000+ employees looking for full-funnel customization options.

Along with video interviewing capabilities, you’ll have access to skills assessments, text recruiting, and more.

14. BreezyHR

Make your recruitment process a breeze by eliminating repetitive tasks with BreezyHR. This ATS offers automation features that help identify candidates, contact them, schedule interviews, and send offers.

Easily advertise open roles on job boards and let the automation take control of previously manual tasks.

15. Lever

Lever is an applicant tracking system that focuses on design and ease-of-use. With a portfolio of unique features, including candidate self-scheduling, automation, and text-to-apply capabilities, Lever is an innovative ATS to move your organization forward.

16. Clear Company

A trustworthy ATS, Clear Company helps you attract, screen, and hire more qualified talent. With additional features, it can engage your hiring team and provide analytical insights to keep your organization competitive.

With EEOC compliance reporting, automated screening and grading, and interview scheduling capabilities, Clear Company allows you to focus on the candidate and not the busywork.

How to Choose an ATS That’s Right for Your Company

Automation, artificial intelligence, and customization can get confusing. You can’t pick a random applicant tracking system and hope that it works for your organization. There are several steps to selecting the ATS that best suits your company.

Identify Your Needs in an ATS

Before looking at potential applicant tracking systems, you should meet with everyone involved in the recruitment process at your company to decide the most important components. Some questions to ask include:

  • Is your team tech-savvy or do you need to prioritize ease-of-use?
  • Do you want tasks such as ranking candidates and reporting to be automated?
  • Do you need video interviewing capabilities or a mobile app?
  • Does the system integrate with other HR software?

Once you pinpoint what you want in an ATS, you can assess your budget and start researching systems.

Determine Your Budget and Preferred Pricing Model

Between identifying your needs in an ATS and researching potential providers, you’ll need to establish your budgetary restrictions and understand the different pricing models. The exact pricing models vary based on provider, but common pricing models include:

  • Pay per recruiter: A monthly fee based on the number of recruiters and hiring managers using the system
  • Pay per employee: A monthly fee based on the number of employees in your organization
  • Pay per opening: A monthly fee depending on how many applicants or resumes you have in the system (no counting archived openings and dormant resumes)
  • Flat fee: A one-time flat fee
  • Free: An open source ATS system that come free of charge

Compare the advantages and disadvantages of each pricing model and decide which one works best for your budget.

Conduct Research on Different ATS Systems

With priority needs identified and a budget set, you can start diving into research on different providers and platforms. Look for applicant tracking systems with features that meet your needs. If you want to reduce manual tasks like organizing spreadsheets and emails, you’ll want to prioritize a platform with robust automation capabilities.

Consider your needs and budget when researching, but ultimately focus on whether the ATS will improve your recruiting process and bring value to your organization.

Decide Which ATS to Select

Once you’ve compared your options, it’s time to decide. When you’ve narrowed down your final list of platforms, request a demo of the product if it’s available.

If you’ve clearly defined your needs and conducted thorough research on your options, you can trust that your final choice will be what’s best for the company.

Conclusion

Remove the burden of manual administrative tasks and leverage technology in every step of the recruitment process. By understanding what an applicant tracking system has to offer and what your team needs, you can optimize your process and make your job easier. With more time, you can focus on identifying the best candidate for the job you’re hiring.

Questions you’ve asked us about Applicant Tracking System

Can applicants beat AI-based applicant tracking systems?
Applicants can try to beat AI-based applicant tracking systems by anticipating and incorporating keywords into their resumes that may be relevant to the job based on the description.
How many companies use applicant tracking systems?
More than 95% of Fortune 500 companies use applicant tracking systems and many small to midsize businesses incorporate them into their recruiting process.
How much do applicant tracking systems cost?
Applicant tracking systems vary in cost depending on the platform and the pricing model. They can range from a monthly user fee, a monthly employee fee and one-time flat rate fees.

Eddy

Eddy is the all-in-one HR tool built with you in mind. The robust features and ease of use will benefit your company both inside and outside your HR team.

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